Staffing Manager – Appleton, WI

September 21st, 2017

Who We Are

ABR Employment Services is a Midwest based workforce solutions company. We are a professional services firm that offers knowledge, experience and intelligent strategies that enable employers to better manage hiring and leverage staffing for competitive advantage.  For over 25 years, ABR has been serving Wisconsin and Minnesota businesses in the administrative, light industrial, skilled industrial and call center sectors.

We are currently seeking a Staffing Manager for our Appleton office with occasional travel to Oshkosh.

What We Will Do For You

  • We value work life balance
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our talented training and development team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with competitive pay, quarterly incentives and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Accountable leader of goal orientated teams
  • Relationship builder
  • Possesses a Hunter Mentality
  • Highly Motivated Professional
  • Excellent Communication Skills
  • Thrives in a fast-paced environment
  • Has worked in supervisory position, preferably in sales or staffing industries

What You’ll Get To Do

  • Build and maintain strategic partnerships with businesses within the Appleton market
  • Visits client companies, tours businesses and develops strong client relationships
  • Maintains a high level of rapport with clients, staff and Talent
  • Manages Talent employee relations issues with clients
  • Tracks and reports on retention/turnover, cost per hire, applicant pool, etc.
  • Supervise Staffing Specialist and Staffing Coordinators
  • Source, recruit and manage Talent, along with your team.
  • Initiates, develops and maintains recruiting relationships within the community
  • Represents ABR at association meetings, networking groups, business shows and job fairs
  • Attends meetings, providing status reports on current job order activities and future projections

Tell us why you should be our next Staffing Manager by submitting a cover letter and resume to: HR@abrjobs.com

Food & Beverage Career Opportunity: Senior Executive Recruiter

September 20th, 2017

Who We Are

Kinsa Group is the executive food and beverage recruiting division of ABR Employment Services.

Since 1985, Kinsa Group has been attracting, sourcing, recruiting and placing executive level and management level candidates in opportunities specific to the food and beverage industry.

Our promise is to provide our clients with the “ideal match,” the talent who most optimally fits a company’s philosophy and culture.

We are currently seeking a Senior Executive Recruiter. The Senior Executive Recruiter is responsible for identifying and recruiting candidates to fill the job orders obtained from client and prospect companies by our internal Business Development team.  The Senior Executive Recruiter develops relationships with food and beverage company contacts and candidates, and identifies matches among them in order to facilitate successful job offers and placements of candidates into food or beverage related companies.

What We Will Do For You

  • We value work life balance – no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our experienced recruiting team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with a competitive base salary, incentives and outstanding benefits including generous PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Team player
  • Goal oriented
  • Possess a hunter mentality
  • Enjoy sourcing candidates
  • Self-motivated professional
  • Excellent written and verbal communication skills
  • Confident, articulate and business savvy
  • Willingness to spend up to 50% of the time on the telephone
  • Thrive in a fast-paced environment
  • Experience in direct hire recruiting or staffing is highly preferred

What You’ll Get To Do

  • Recruits, sources, interviews and selects candidates
  • Develops recruitment plan to effectively turn assigned job orders into placements to meet personal and company revenue goals
  • Manages offers from clients to candidates
  • Maintains a high level of rapport with clients, staff and candidates
  • Initiates, develops and maintains recruiting relationships within the food and beverage community
  • Attends meetings, providing status reports on current activities and future projections

Tell us why you would like to join the Kinsa Group Team of Executive Food and Beverage Recruiters  by submitting a cover letter and resume to: HR@abrjobs.com

AA/EOE

Unemployment Specialist

September 18th, 2017

Who We Are

ABR Employment Services is a Midwest based workforce solutions company. We are a professional services firm that offers knowledge, experience and intelligent strategies that enable employers to better manage hiring and leverage staffing for competitive advantage.  For over 25 years, ABR has been serving Wisconsin and Minnesota businesses in the administrative, light industrial, skilled industrial and call center sectors.

What We Will Do For You

  • We value work life balance- no nights or weekends!
  • We will foster a culture of recognition and community involvement
  • We will provide you with hands on training from our talented training and development team
  • We will help you reach your full potential by developing a career path that matches your career goals
  • We will provide you with competitive pay, quarterly incentives and outstanding benefits including, PTO, 401(k) Plan, Medical, Vision, Life, Dental and more!

Who You Are                       

  • Team Player
  • Subject matter expert in unemployment insurance
  • Strong attention to detail
  • Able to gather facts to support claims
  • Deadline driven
  • Enjoys the search for facts and details
  • Ability to communicate effectively with both individuals and larger groups
  • Thrives in a fast-paced environment

What You’ll Get To Do

  • Manage unemployment related activities for all ABR branch offices
  • Act as the liaison between ABR and the Unemployment Insurance Division
  • Gather facts on all unemployment cases and complete all documentation in a timely manner
  • Train and coach staff members on their role related to unemployment activities
  • Represent ABR in unemployment appeal hearings
  • Research and maintain up to date knowledge of employment laws related to unemployment
  • Monitor unemployment data and reports, and proactively suggest ways to improve our unemployment rate
  • May participate in other compliance related duties as needed
  • May also provide administrative support as needed
  • Schedule is Monday – Friday, currently 30 hours per week. The hours could increase to 40 hours per week if additional administrative duties are included in the workload.

Tell us why you should be our next Unemployment Specialist by submitting a cover letter and resume to: HR@abrjobs.com

AA/EOE

Honoring Our Nation’s Staffing Stars: National Staffing Employee Week

September 18th, 2017

ABR Salutes Our Star Talent

This week ABR Employment Services is honoring and celebrating our talent by joining staffing companies across the country to celebrate National Staffing Employee Week.

Created by the American Staffing Association, this week long event honors the millions of hard working people employed by staffing firms across the nation. Millions of Americans are employed by staffing firms every business day!

This week ABR is celebrating the hard working men and women that work at our client companies.

Thank you for all you do!

Artificial Intelligence and Recruiting: How the Two Work Together

September 14th, 2017

artificial intelligence

Artificial Intelligence Has Arrived to Enhance the Recruiting Process

Many human resource managers and hiring professionals hear about artificial intelligence (AI) and worry that it may eventually mean the end of their job. For most companies, that is not the case at all.

Generally, the primary goal of an organization’s adoption and implementation of artificial intelligence into HR departments is to automate and streamline processes to help you, as a HR professional, attend to the “human” portion of your work.

According to Workology, artificial intelligence is defined as “an ideal ‘intelligent’ machine that is a flexible rational agent that perceives its environment and takes actions that maximize its chance of success at some goal.” It is a branch of computer science that focuses on machine learning algorithms that mimic certain cognitive functions that give machines distinct human capabilities.

While your organization’s artificial intelligence software learns and adapts your system’s recruiting processes and tasks, and subsequently takes on those tasks, you can focus on developing new and more meaningful ways to engage with talented candidates and make sure you find the best fit.

How Artificial Intelligence Can Support Your Human Resources Department

Once you become more familiar with artificial intelligence, you are likely to love it since it is set to take over some of the more boring duties of your work. Just like you might consider your professional staffing agency—and any other type of support you enlist—a part of your team, you may soon come to appreciate and rely on your AI in much the same way.

Consider just a few ways that artificial intelligence will support your human resources department, freeing you up to focus on the human aspects of human resources:

  • Candidate Screening and Basic Communication. Not only can artificial intelligence software scan applications, resumes, cover letters and work sample tests, but it can also perform automated engagement activities to learn more about each candidate during your recruiting process. Your AI software may include an AI tool or chat box where job candidates can interact and ask questions about available jobs and their responsibilities. In turn, the AI tool, or chatbot, asks its own questions and gathers feedback from the job candidate to provide additional information to your hiring team.
  • Candidate Engagement and Relationship Building. Artificial intelligence can bridge communication gaps that can cost you high-quality job candidates. One of the biggest complaints among job applicants is that, once they submit their application and resume, they never hear back from anyone at the company. AI goes beyond standard automated messaging, which involves keywords and tags, to provide real-time messaging with responses that are unique to each candidate and their specific questions or concerns.
  • Re-Engagement Capabilities. Thanks to the responsiveness of chatbots and other tools that help ensure continued engagement with talented candidates, you likely have a pool of possible job candidates who are receptive to future available work. Your artificial intelligence can help you re-engage with a targeted group of prospective candidates who previously applied for work with your organization. Your AI will periodically re-engage with candidates to update their availability, as well as any new skills, training and education. Over time, you can cultivate a ready group of potential candidates who are familiar with your organization and feel good about the consistent engagement.

Reap the Benefits When Using Artificial Intelligence in Your Recruiting Efforts

Artificial intelligence is set to perform tasks that you may never have time to do on your own, and the information that it collects is invaluable in providing a stream of talented job candidates for a variety of positions.

At ABR, we understand your apprehension about AI and its effects, but we are here and happy to assure you that only benefits lie ahead.

September-October 2017 Issue: ABR HR Insight Magazine

September 13th, 2017

Click to Read HR Insights

ABR HR Insights Magazine Sept Oct 2017

The Art of Writing a Post Interview Thank You Note

September 4th, 2017

thank you note

A Thoughtful Thank You Note Never Goes Out of Style

While etiquette may be undergoing some changes in the digital age, good manners will always be an important part of the interviewing process. It is important to remember how important courtesy, respect and gratitude are before, during and after a job interview.

Companies definitely pay attention to the art of the thank you note. Fast Company reports the findings of a CareerBuilder survey indicating that “22 percent of employers are less likely to hire a candidate if they don’t send a thank-you note after the interview.”

Sending a thoughtful thank you note after each job interview is an important way to show your good manners, as well as your enthusiasm about the available job.

Email or Handwritten (or text)?

Knowing the value of sending a thank you note is one thing, but you must also consider whether you should write out a personalized note or send an email. Texting someone you’ve just met is a bit too casual at this stage in the job hunting game.

Sending a Thank You Email After an Interview

There are many staffing industry professionals and internal hiring managers who love handwritten thank you notes, but emails are sometimes the best and most practical choice. It often comes down to the company culture.

  • The Company Is Eager to Hire. If the interviewer lets you know that they plan to hire quickly, an email is the best call. While your handwritten note may arrive in a few days, they might have already made the decision by that time.
  • The Company Culture Is Digital. If you are interviewing at a high-tech company and see few, if any, handwritten pages anywhere, it may be safe to assume that email is the preferred form of communication. One indication of a digital company culture is if the hiring manager asked for you to send your resume and cover letter via email. Additionally, they might have sent an email to set up the interview. Look for clues, and do your best to decide from there.

Once you return home from your interview, write up a brief and thoughtful message that reinforces your gratitude for their time and your interest in the position. Make sure  you proofread and correct errors before sending your email.

Tip: if your email address is ‘hot4U2@gmail.com’ or something similarly unprofessional, create a new one, just for job hunting purposes. Use your first and last name, if possible, or a first initial and last name. Do not use nicknames or anything that may seem unprofessional or inappropriate to your potential new employer.

Sending a Thank You Letter After an Interview

Even in our quick-paced world, some hiring managers and decision-makers love receiving traditional thank you notes via old-fashioned snail mail. Your mission is to understand just who is going to go for your handwritten thank you note and why. Here are a few ideas that may help:

  • The Company Is Small, in a Small Town or Features a More Traditional Atmosphere. You may be able to pick up on this clue from the company’s website before heading out to the interview. Look for bulletin boards with handwritten notes and flyers, or check to see if there are notes on the hiring manager’s desk or the conference room table.
  • The Company Culture Is Digital Culture, Take II. It may be a tricky call to make, but sometimes sending a handwritten message on high-quality paper stock to an interviewer in a digitally-centered office can help you stand out among the crowd of candidates. You may compromise in this situation, and look for the perfect thank you card to suit the high-tech environment. Choose a glossy and shiny paper, and use your best penmanship.

The Best Times to Send Both a Handwritten and Email Thank You Message

Some hiring managers may consider it overkill to send both an email and a handwritten message, but it may be appropriate in the case when you know the organization is planning to hire quickly. In this situation, send a quick, thoughtful and error-free email, followed by a neatly handwritten thank you note on good quality paper to drop in the mail box the next day.

There are many ways that you can stand out during your interview, as well as your post-interview, and we can help you come up with additional ideas. Contact us to find out what else we can do to help you prepare for any phase of your job search.